By Alessandro Lombardi  – ITSelecta Talent Solutions | AISelecta I IT Recruitment & Outsourcing in Poland

A Director from a fast-growing IT company said something to me recently that I haven’t stopped thinking about:

That landed differently than I expected. Because he wasn’t dismissing technology. He was pointing at something technology still can’t replicate: judgment.

The recruiter AI will replace isn’t the one who builds relationships. It’s the one who was already acting like an algorithm—filtering only by keywords, skipping the call, rejecting the candidate whose CV doesn’t tick every box in exactly the right order.

The difference between Intelligence and Judgment in Recruitment

Recent analysis from Sequoia Capital frames it perfectly: writing code is mostly intelligence; knowing what to build next is judgment. The same principle applies directly to IT recruitment and outsourcing.

Translating requirements into candidate searches, parsing CVs, matching keywords, the rules are complex, but they are rules. This is intelligence work, and AI excels at it.

But judgment? That requires experience and taste. Instinct built on years of practice. Deciding which candidate will thrive in a specific company culture. Recognizing when a “unusual” profile carries exactly the fresh perspective a team needs. Understanding that a business isn’t hiring a job description, it’s betting on a person.

Why IT Outsourcing in Poland demands Human expertise

Poland has become one of Europe’s premier destinations for IT talent and outsourcing. But this success creates its own challenge: everyone is fishing in the same talent pool with the same automated tools.

When every recruitment agency uses AI to scan the same databases with the same keywords, differentiation disappears. The companies that win the best talent aren’t those with the fanciest algorithms, they’re those whose recruiters understand the nuances of the Polish IT market, the cultural dynamics of different tech hubs from Warsaw to Kraków to Wrocław, and the subtle signals that indicate true potential.

AI can tell you a developer knows Python. A great recruiter can tell you whether that developer will lead your team transformation two years from now.

The “Services Revolution”: from Copilots to Autopilots

The recruitment and staffing industry represents over 200 billion USD globally—one of the largest services markets in existence. Industry analysis suggests that the top of the hiring funnel (screening, matching, outreach) is pure intelligence work, increasingly automatable.

But closing a candidate and assessing culture fit remains judgment built on years of pattern recognition.

This creates a clear divide:

• Transactional recruiting = intelligence work = increasingly automated
• Strategic recruiting = judgment work = irreplaceably human

The best recruiters don’t just filter resumes. They help businesses see opportunities they might otherwise miss. like Prashanth Raj thinks. They act as true consultants to their leaders, advising them on what to do and how to do it, not just ticking boxes from a requirements list.

Adaptability: the “New” survival skill

“The companies and professionals that will survive and prosper are those that adapt to this new world and make the personal touch special.” as Romek Lubaczewski believes.

The big shift now is all about adaptability learning, unlearning, and getting comfortable working with AI instead of trying to outrun it. Because at the end of the day, hiring isn’t just about matching keywords. It’s about judgment, nuance, and understanding which story has the potential to change the next chapter of a business like Jan Glodzak thinks.

A CV Is a Document. A Candidate Is a Story.

Great recruiters don’t just screen. They read between the lines. They ask the uncomfortable questions. They understand that sometimes the right story is exactly what a business needs to write its next chapter.

That’s not something you automate. That’s something you craft.

Every model improvement makes transactional recruitment faster and cheaper. But it also raises the bar for what human recruiters must deliver. The future belongs to those who combine AI’s processing power with distinctly human capabilities: relationship building, cultural intuition, and strategic judgment.

What this means for IT Recruitment in Poland?

Poland’s IT sector is projected to continue its rapid growth, with demand for skilled developers, engineers, and tech leaders intensifying. Companies seeking IT outsourcing partners in Poland face a critical choice:

• Work with agencies that treat recruitment as a keyword-matching exercise
• Partner with specialists like ITSelecta and AISelecta who understand that building a great team requires judgment that no algorithm can replicate

The task that’s already outsourced, finding candidates is the wedge. But the long-term value lies in the judgment-heavy work: identifying which of those candidates will transform your business.

The post AI will not replace recruiters, it will replace those who already work like algorithms appeared first on ITSELECTA.

Did you know that over 5.3 billion people – almost 65% of the world’s population – are active social media users today? This is where everyday life takes place, including professional life.

Traditional recruitment channels are often insufficient to reach the best candidates. Social media offers the advantage of building relationships, strengthening employer branding, and precisely targeting messages – provided you know how to use them.

What is social media recruitment and what are its benefits?

Social media recruitment is not just about posting job ads. It’s the strategic use of social media platforms to attract, engage, and identify potential candidates, including passive ones who are not actively looking for work.

Social media also supports employer branding efforts, allows tracking and analysis of campaign performance, and offers a lower cost of reach compared to traditional job boards.

Choosing the right channels, such as LinkedIn, Facebook, Instagram, or TikTok, should depend on the profile of the ideal candidate and the company’s recruitment goals.

How to plan an effective social media recruitment strategy?

Social media undoubtedly serves as an attractive tool to support recruitment activities. However, to deliver the expected results, it is worth preparing a well-thought-out strategy.

• Define your target audience – Who are your ideal candidates? Where do they spend time online, what are they looking for, and how do they communicate online?
• Choose the right communication channels – Each social media platform has its own characteristics and audience. LinkedIn brings together a wide group of professionals. Facebook can help reach technical or production candidates. Instagram supports employer branding efforts, while TikTok is ideal for reaching younger generations of candidates.
• Define the goal of your recruitment – Quick hires, building a talent pool, or employer branding activities?
• Create engaging content – Clear, catchy messages and polished visuals increase engagement. Remember to include the most important details: job title, location, work mode, salary. Creative phrases and slogans can also effectively catch candidates’ attention.
• Maintain interaction and respond – Reply to comments, answer questions, and build dialogue. The greater the engagement, the greater the reach.
• Measure results and optimize actions – Analyze the effectiveness of your activities to know what works best and what needs improvement.

How do you recruit on social media?

Choosing the right social media channel can be crucial for recruitment success. Each platform works differently and requires a tailored approach. When is it worth using specific ones?

LinkedIn – Professional support for recruiters

LinkedIn is the most popular professional networking site connecting specialists with companies and recruiters. It allows job postings, running recruitment campaigns, monitoring candidate activity, and analyzing professional profiles. LinkedIn also offers tools that support recruiters, such as LinkedIn Recruiter. This tool allows for advanced candidate searches, filtering, saving recruitment projects, and sending messages.

LinkedIn’s advantage is its professional character – focused on work-related relationships. Recruiters can reach both active job seekers and passive candidates. Job postings can be promoted and targeted at users who meet the criteria outlined in the ad. Additionally, the platform supports networking and contact building, allowing recruiters to communicate directly with candidates and use recommendations from other members.

Facebook – The power of groups and local communities

Facebook is one of the most popular social media platforms globally. Although mainly used for communication and entertainment, it increasingly serves as a recruitment channel. Its major strength lies in thematic and professional groups.

Employers can publish and target job postings to specific user groups. Facebook also has the Facebook Jobs feature, allowing direct job listings. Local and industry groups bring together many active job seekers. Participating in these groups enables not only posting job ads but also building relationships and brand recognition among followers.

Instagram – The visual side of employer branding

Instagram is primarily a visual medium, but its potential in employer branding is enormous. It’s a great place to showcase company culture, the team, and behind-the-scenes life.

On Instagram, both static and audiovisual content play a key role. Instagram Stories, on the other hand, are tools that allow dynamic and more informal presentation of job offers or inside company life.

TikTok – A tool for recruiting the younger generation

TikTok is a platform where users – mainly younger ones – spend the most time today. It requires a creative approach, but in return offers vast organic reach.

Content should be personalized and tailored to audience expectations. A casual tone, behind-the-scenes work, challenges, or educational formats – all these work well on TikTok. This platform is excellent for building brand awareness and attracting younger candidates.

How to measure the effectiveness of social media recruitment efforts?

Effective recruitment is measurable and can be optimized. What metrics are worth tracking?

The most visible are reach and engagement under posts. While the number of likes or comments doesn’t always translate into concrete results, it shows how many people you reached and how they responded to the content.

A more reliable metric is CTR (Click-Through Rate), which indicates how many people interacted with the offer, e.g., by clicking a link to the job post. This is a good indicator of interest in the content.

Other important data include the number of applications and their quality – how well candidates meet the job requirements. It’s also worth analyzing whether the time-to-hire has shortened due to social media efforts.

Most social media platforms offer analytics tools that help track user engagement. Regular analysis of this data allows for optimizing activities and increasing their effectiveness.

Social media and recruitment – why is it worth it?

Social media is not just a space for entertainment. It’s also an effective channel to reach candidates. Well-executed social media recruitment helps you stand out from the competition, increase the reach of your efforts, and build long-term relationships with potential employees.

Do you want to learn how to professionally recruit IT specialists? Sign up for our IT recruitment training and get certified!

Source:

1. Digital 2025 April Global Statshot Report

The post Social Media Recruitment – How to Use Social Media to Find Top Talent appeared first on ITSELECTA.

IT developers play a crucial role in driving innovation and supporting organizations across various industries. In the ever-evolving job market, especially in the IT sector, there is a consistently high demand for experienced and skilled professionals, with salaries remaining competitive compared to other industries. What kind of earnings can specific IT specialists expect in Poland, and how do these compare to salaries in other European countries and the USA?

B2B vs Employment Contract: How Do IT Engineers Work in Poland?

In Poland, IT professionals most commonly work under a B2B (Business to Business) contract or a traditional employment contract (UoP – “Umowa o Pracę”), with B2B being the most popular form of cooperation. In this model, specialists are hired as independent contractors, allowing them to negotiate higher rates and work with multiple clients simultaneously – a highly attractive option for many. From the employer’s perspective, this also provides flexibility and cost savings, as B2B workers handle their own taxes, social security, and health insurance contributions.

On the other hand, an employment contract offers greater job stability and additional benefits but usually comes with a lower salary.

In the following sections, we take a closer look at salary ranges for selected IT specializations in Poland under both employment models, based on data from job postings and salary reports from platforms such as NoFluffJobs, JustJoinIT, Bulldogjob, Pracuj.pl, Glassdoor, and Inhire.io, as well as our internal market observations and candidate insights gathered during recruitment processes.

Java Software Engineer Salaries

Java Software Engineers develop backend applications using the Java language. They are responsible for server-side logic, database management, and system integration, often working with frameworks like Spring or Hibernate.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,000 PLN – 9,500 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 14,000 PLN – 22,000 PLN/month
• UoP: 13,000 PLN – 19,000 PLN/month
• Median: 18,000 PLN (B2B), 16,000 PLN (UoP)

Senior:

• B2B: 21,000 PLN – 28,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 24,500 PLN (B2B), 20,000 PLN (UoP)

Frontend Developer Salaries

Frontend Developers focus on user interface (UI) and user experience (UX), using HTML, CSS, JavaScript, and frameworks like React, Angular, or Vue.js to create attractive, interactive, and responsive websites and web applications.

Junior:

• B2B: 7,000 PLN – 11,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 9,000 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 13,000 PLN – 19,000 PLN/month
• UoP: 11,000 PLN – 16,000 PLN/month
• Median: 16,000 PLN (B2B), 13,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 27,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 23,000 PLN (B2B), 20,000 PLN (UoP)

DevOps Engineer Salaries

DevOps Engineers blend software development skills with systems administration, automating application lifecycle processes. Their key responsibilities include supporting Continuous Integration (CI) and Continuous Deployment (CD) workflows, as well as monitoring and scaling cloud applications.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,500 PLN – 9,000 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 16,000 PLN – 21,000 PLN/month
• UoP: 12,000 PLN – 17,000 PLN/month
• Median: 18,500 PLN (B2B), 14,500 PLN (UoP)

Senior:

• B2B: 22,000 PLN – 28,000 PLN/month
• UoP: 18,000 PLN – 24,000 PLN/month
• Median: 25,000 PLN (B2B), 21,000 PLN (UoP)

QA Engineer Salaries

QA Engineers are responsible for testing applications to ensure they meet specifications. They perform manual and automated tests, identify bugs, and collaborate with development teams to improve product quality.

Junior:

• B2B: 6,500 PLN – 10,000 PLN/month
• UoP: 5,500 PLN – 8,000 PLN/month
• Median: 8,250 PLN (B2B), 6,750 PLN (UoP)

Mid:

• B2B: 12,500 PLN – 17,500 PLN/month
• UoP: 10,000 PLN – 15,000 PLN/month
• Median: 15,000 PLN (B2B), 12,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 25,000 PLN/month
• UoP: 15,000 PLN – 20,000 PLN/month
• Median: 22,000 PLN (B2B), 17,500 PLN (UoP)

Security Engineer Salaries

Security Engineers protect applications, systems, and networks from cyber threats. They identify vulnerabilities, implement security measures, and monitor for security incidents.

Junior:

• B2B: 8,000 PLN – 13,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 10,500 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 15,000 PLN – 21,000 PLN/month
• UoP: 13,000 PLN – 18,000 PLN/month
• Median: 18,000 PLN (B2B), 15,500 PLN (UoP)

Senior:

• B2B: 23,000 PLN – 29,000 PLN/month
• UoP: 19,000 PLN – 25,000 PLN/month
• Median: 26,000 PLN (B2B), 22,000 PLN (UoP)

Salary Comparison: Poland vs Other Countries

Salaries in Poland are competitive compared to those in Central and Eastern Europe. However, there are significant differences when compared to Western Europe, Scandinavia, or the USA.

Source: Glassdoor

For example, while a mid-level developer in Poland earns around 3,500 € gross per month, the same position in Germany or the UK can earn nearly double – around 5,300 € in Germany and 5,000 € in the UK. Junior positions in Poland, with an average of 2,500 €, are competitive for the CEE region but lag behind Western European standards.

At the senior level, the gap persists – experienced developers in Norway, for example, can earn around 7,000 €, significantly more than in Poland, where the average is 4,600 €. Still, this is attractive relative to the CEE region.

These differences stem from factors like cost of living, IT market maturity, and a higher demand for skilled professionals in the West. Additionally, remote-first models allow companies to hire top talent regardless of location. This presents Polish professionals with opportunities to work for international firms while maintaining lower local living costs.

Shaping the Future as an Engineer in Poland

To secure competitive salaries in IT, professionals must continuously develop their skills – especially in areas like cloud computing, security, system architecture, and artificial intelligence. English fluency, international project experience, and industry certifications are major factors in negotiating better compensation, regardless of the employment model.

Also read: Soft Skills in the Job Market – What to Develop to Succeed?

From the perspective of foreign companies, Poland remains an attractive market for hiring skilled IT professionals. Thanks to strong technical education, a large pool of experienced engineers, and flexible employment models, Polish specialists offer high-quality solutions with a more favorable cost-to-skill ratio than in many Western European or North American markets.

Interested in how Polish developers rank globally? Check out: The Global IT Rankings: Poland at the Top with the Best Programmers in the World, to learn why hiring from Poland is a smart move.

The post Software Engineer Salaries in Poland in 2025 appeared first on ITSELECTA.

The IT job market today is exceptionally competitive. On one hand, there are thousands of students and graduates from computer science programs, and on the other hand, companies are increasingly determined to fight for experienced and specialized candidates. The best specialists are not actively looking for a job. They already have good conditions, exciting projects, and do not feel the need for a change. Therefore, IT recruitment increasingly means the need to reach out to passive candidates – those who need to be convinced that it’s worth reading the job ad at all.

Employment type and work mode

The type of contract and work mode are among the first factors candidates pay attention to. In 2024, over 62% of job ads included an employment contract, and B2B was featured in more than 58% of listings, according to inhire.io data. This means that more and more companies are offering candidates a choice, providing various cooperation models. B2B is dominant among mid and senior specialists, while junior roles tend to feature employment contracts more often. Additionally, for juniors, it is common to find contracts for specific tasks (around 18%).

Remote and hybrid work still dominate the IT sector, with job ads for fully on-site positions making up only 10.43% of the market. Interestingly, 57% of job ads offered hybrid work, which is becoming the golden mean between flexibility and team contact. Candidates have clear preferences: 67% prefer the hybrid model, and 30% prefer fully remote work. Employers who clearly define work rules – how many days in the office, working hours, and whether there is flexibility – gain trust and attention.

IT experience and tough times for juniors

Entering the IT job market is becoming more difficult, especially for those with little experience. According to No Fluff Jobs, in 2024, over 55% of job ads were aimed at seniors, while offers for juniors accounted for just 6%, a 2% decrease from the previous year.

Interestingly, it’s the mid-level specialists who have lost the most – their share in the market dropped to 38.4%, a 10% decrease from 2023. This means that even those with a few years of experience may struggle to find a new position – especially if they are expecting higher rates or more advanced projects.

Salaries and benefits

In the IT industry, money still matters – but it’s not the only factor. Transparency in salary ranges and the actual value of benefits are also crucial.

According to the inhire.io report, the median gross salary for employment contracts (UoP) in 2024 was PLN 16,935, and for B2B it was PLN 21,182 net. Seniors could expect an average of PLN 24,118 (B2B) and PLN 20,652 (UoP), while juniors earned PLN 9,846 and PLN 8,516, respectively.

However, candidates are increasingly expecting more than just an attractive salary. Benefits are gaining importance, especially those that directly contribute to work comfort and development.

Most common benefits in IT job ads:

• Private medical care
• Sports card
• Training budget
• Work in a small team
• Life insurance

Most desired benefits by candidates:

• 4-day work week
• Flexible working hours
• Additional vacation days
• Private healthcare
• Professional training and courses

It’s important to clearly describe what “flexibility” or “work-life balance” actually means. The more specific the messaging, the greater the trust of the candidate.

Technologies and requirements for IT specialists

In 2024, the largest percentage of job ads targeted specialists working with JavaScript (11.24%), Java (10.49%), and the broad field of Data (9.01%) – including analytics, Big Data, and data science. The most sought-after roles were backend developers, system administrators, DevOps engineers, system architects, and security specialists.

Job ads should specify technical requirements as precisely as possible. Instead of a long list of “nice to have” skills, focus on a few key technologies that the candidate will actually work with. Soft skills are also becoming more important – 69% of managers admit that they are now more crucial than ever. Therefore, it’s worth signaling that skills such as teamwork, communication, or independence are valued – especially if the team works in agile or distributed environments.

Who are companies looking to hire?

The most sought-after specialists in 2024 were backend developers, IT administrators, project managers, and DevOps engineers. As for technologies, JavaScript (11.24%), Java (10.49%), and Data (analytics, Big Data, data science) (9.01%) dominate.

Most popular programming languages:

• SQL
• Python
• Java

There is also an increasing number of job ads in the field of artificial intelligence – in Q4 2024, 1,496 AI-related job ads were published, marking a 63% increase compared to the beginning of the year.

It’s important for job ads to include specific technical requirements – instead of a long list of “nice to haves,” focus on real technologies and tools that the candidate will actually use.

Soft skills also matter – 69% of managers agree that they are more important now than a few years ago. Teamwork, communication, and responsibility – it’s worth showing that such traits are appreciated in your company. Want to know which soft skills are gaining importance? Read our article here.

What should a successful job ad include to attract top tech talent?

A modern IT job ad should be clear, specific, and aligned with market realities. Clearly defined employment type, salary, requirements, and technology description are an absolute minimum. Candidates want to know what the job will look like, who they’ll be working with, and what they can gain. A well-written job ad not only increases the number of valuable applications – it’s also the first step in building your company’s image as a professional and modern employer. In today’s IT market, your employer brand increasingly determines the success of recruitment.

Also, read our article on feedback in recruitment: The Importance of Feedback in the Recruitment Process

Looking to hire top talent? Get in touch with us to recruit the best tech specialists for your team!

Sources:

1. No Fluff Jobs, IT Job Market in Poland 2024
2. Inhire.io, IT Market Snapshot Q4 2024
3. Bulldogjob, IT Community Research Report 2024
4. SOLID.Jobs, European Transparent IT Job Market Report 2024

The post The reality of IT job ads – what really attracts IT specialists? appeared first on ITSELECTA.

On the current job market, simply having technical knowledge or specialist skills is no longer enough. While hard skills, such as proficiency with software or technology, remain fundamental in many professions, soft skills are playing an increasingly important role. They are often the deciding factor in who achieves career success and who gets left behind.

What are soft skills?

Soft skills are a set of abilities that enable effective functioning in teamwork, communication, problem-solving, and adapting to change. Unlike hard skills, which are related to specific tasks (e.g., programming, machine operation), soft skills focus on interpersonal interactions and the ability to manage emotions and relationships in the workplace. These essential soft skills help professionals navigate complex work environments and build strong relationships with colleagues.

Key soft skills include:

• Communication – The ability to express ideas clearly and listen actively.

• Stress management – The ability to remain calm in challenging situations.

• Creativity and problem solving – The ability to find new solutions to challenges.

• Teamwork – Collaborating with others, sharing responsibilities, and working toward a common goal.

As competition in the job market increases, soft skills have become an invaluable asset. According to LinkedIn, people who possess both hard and soft skills are promoted 8% faster than those who rely solely on hard skills. Moreover, 91% of Learning and Development (L&D) specialists agree that the importance of soft skills is constantly growing.

Soft skills gaining importance

In today’s job market, employers pay special attention to soft skills that are crucial in dynamic and evolving work environments. According to LinkedIn, some of the most in-demand soft competencies include:

• Communication – Effective communication, both written and verbal, is essential in every industry.

• Strategic thinking – The ability to set goals and make decisions that drive organizational growth.

• Adaptability – Flexibility in adjusting to changes and new challenges.

• Problem solving – Quickly and effectively finding solutions to difficult situations.

• Relationship management – Building positive relationships with coworkers, managers, and clients.

These skills improve work efficiency, team dynamics, and job satisfaction. Skills like creativity and adaptability are especially important for overcoming obstacles and staying ahead in fast-paced work environments.

Soft skills in the IT industry

While IT is inherently technical, soft skills are just as important. IT professionals often serve as a bridge between technical and non-technical teams. Therefore, clear communication is essential to explain complex technical issues to people without technical expertise.

Additionally, with the constant development of new technologies, adaptability and the willingness to learn are key in the IT industry. Employees who can quickly adapt to changes and introduce innovations become valuable assets to their organizations. Technical skills remain critical, but it’s the combination of these with strong soft competencies that drives success.

In the field of information technology, management skills and the ability to work effectively with team members are essential for overcoming the technical challenges of the industry. Research shows that 64% of recruiters believe soft skills in IT are more important than commonly thought. The most sought-after skills in the IT sector include:

• Working under pressure (48%) – IT often involves working on projects with tight deadlines.

• Critical thinking and problem solving (49%) – IT is a field where solving problems and finding effective solutions is a daily task.

• Time management (43%) – The ability to organize work and manage time effectively is crucial, especially when handling multiple projects at once.

• Innovation in task execution (43%) – Creativity and thinking outside the box are highly valued in the IT industry.

How can recruiters measure soft skills?

Measuring soft competencies such as communication and collaboration can be challenging, but there are several methods that can effectively assess these abilities. First, an interview in which candidates are asked about past situations in which they had to deal with challenges. These questions allow recruiters to evaluate how candidates solved problems, managed stress, and worked in teams.

Assessment Centers, which combine various tasks such as group work and simulations, provide a more detailed understanding of candidates’ soft competencies. This approach helps recruiters understand how candidates perform in team settings, under time pressure, and in decision-making processes.

Additionally, feedback from previous employers, such as reference letters, can provide valuable insights into a candidate’s interpersonal skills. This feedback helps recruiters get a more comprehensive view of candidates, not only in terms of their technical abilities but also their ability to collaborate and manage relationships within a team.

Using these different methods, recruiters can effectively evaluate candidates’ soft competencies, ensuring a better fit for the organization and improving team collaboration.

How to develop soft skills in IT?

Developing soft skills starts with self-awareness and identifying areas for improvement. There are many ways to enhance these abilities:

• Trainings, workshops, webinars – Attending courses and workshops helps you acquire new skills and expand your knowledge.

• Conferences – Great opportunities to meet new people, exchange experiences, and improve communication skills.

• Feedback from supervisors and colleagues – Regular feedback helps you understand your strengths and areas for improvement.

• Practice – Soft competencies develop best through practice, so it’s essential to challenge yourself in teamwork and organizational settings.

Benefits of developing soft skills at work

According to IT recruiters, developing soft skills brings several benefits:

• Better team atmosphere (47%) – Communication and conflict resolution skills improve teamwork.

• Increased team efficiency (44%) – Those with strong soft competencies are better at managing projects and time.

• Reduced work-related stress (42%) – Stress management helps handle high-pressure situations more effectively.

• Fewer conflicts (41%) – Effective communication and problem-solving reduce misunderstandings.

• Higher engagement and motivation (38%) – Employees who collaborate well and communicate effectively are more motivated to work.

Soft skills of tech professionals key to success

Soft skills are essential for career success, especially in the IT industry. With strong communication skills, adaptability, stress management, and teamwork abilities, IT professionals can collaborate effectively, solve problems, and innovate. Investing in the development of soft competencies benefits not only employees but also organizations, as it leads to better team atmosphere, higher efficiency, and reduced stress, ultimately resulting in improved performance.

Sources:

1. Linkedin, The 2024 Workplace Learning Report
2. Linkedin, LinkedIn Skills on the Rise 2025
3. Pracuj.pl, Theprotocol.it, Kompetencje miękkie w pracy i w rekrutacji IT. Wyzwania i szanse pracowników

The post Soft skills in the job market – What to develop to achieve success? appeared first on ITSELECTA.

In recent years, the IT job market has been rapidly evolving, both in Poland and across Europe. Tech professionals are becoming increasingly aware of their expectations and preferences, while companies strive to tailor their offers to attract and hire the best candidates. What draws experts to the IT industry? What changes are we observing in work patterns, and what are the forecasts for the future?

What attracts tech talent?

The growing competition for talent in the global IT labor market has made candidates more selective. According to the European Transparent IT Job Market Report 2024, the most important factors that attract specialists to job openings are:

• The possibility of remote work

• Salary

• Interesting projects

What frustrates IT specialists?

Although remote work opportunities and attractive salaries are crucial, certain factors discourage candidates from applying for job offers. Reports indicate that the biggest frustrations are related to:

• Lack of feedback – As many as 37% of specialists cite the lack of response to applications or feedback as a significant issue in the recruitment process.

• Overly long recruitment processes – 31% of respondents believe that the number of recruitment stages should be reduced. An ideal recruitment process should consist of two stages, according to 67% of respondents.

• Lack of salary transparency – 30% of specialists consider the absence of salary information in job postings a major drawback that discourages them from applying.

Remote work in 2025 – is it still the future of tech job market?

Remote work has become one of the key trends in the IT labor market, both in Poland and throughout Europe. According to the Solidjobs Report, 93% of surveyed specialists stated that they have the option to work remotely at least one day per week, while 45% of employees can work fully remotely. Moreover, 80% of respondents prefer remote or hybrid work, while only 3% would like to work fully on-site. Thus, while not all IT specialists are enthusiastic about fully remote work, the vast majority appreciate flexibility.

How does this look in Poland? The Bulldogjob Report indicates a trend of returning to office work, at least partially. In 2025, 59.9% of respondents reported working fully remotely, a decline from 83.7% in 2022. Nevertheless, workplace flexibility remains attractive to most employees, who still prefer hybrid or fully remote work arrangements.

This is due to numerous advantages of remote work, such as:

• No need for commuting – 43%

• Ability to work from anywhere – 39%

• Time savings – 41% of respondents say they save 1-2 hours per day thanks to remote work

Increase in job applications for IT positions

Data from the NoFluffJobs report indicates an increase in the number of applicants for IT job offers in Poland. In 2024, the average number of applications per job offer rose from 40 to 44, with the most significant changes observed in Embedded positions (increase from 13 to 25 applications) and Frontend roles (from 113 to 149 applications). This shows that the labour market in Poland is becoming increasingly competitive, with more people seeking employment in IT.

The highest number of job offers in Poland is in the following fields:

• Backend

• Data & BI

• Fullstack

Which technologies are most in demand?

Among Polish developers, the most commonly used programming languages are:

• SQL (48.7%)

• JavaScript (39.3%)

• Python (34.3%)

This trend is reflected in job requirements, where the most frequently requested skills include:

• SQL (20%)

• Python (19.4%)

• Java (18.9%)

The impact of Artificial Intelligence on the IT job market

Artificial Intelligence is becoming an increasingly integral part of developers’ work. In the Bulldogjob Report, half of the surveyed professionals view AI as an opportunity for career development, while 15.6% see it as a threat. Concerns about AI-driven changes in employment are growing, as the percentage of those fearing AI has risen from 9.4% in 2023 to 15.6% in 2025.

Meanwhile, in the European Transparent IT Job Market Report 2024, 82% of specialists believe Artificial Intelligence will not replace their jobs within the next five years. Many respondents consider AI a useful tool in IT work, with 20% of specialists regularly using AI tools in their daily tasks and 60% using them to some extent. Only 15% of surveyed professionals state that they do not use AI tools at all.

Although Artificial Intelligence is useful, developers remain cautious about AI-generated code. Only 3% fully trust AI-generated code, 30% trust it to a limited extent, and over half always verify the generated code.

Evolution of state of the tech industry

The IT labor market in Poland and Europe is full of challenges. Tech professionals primarily expect workplace flexibility, competitive salaries, and engaging projects. At the same time, expectations regarding the hiring process are evolving, with a focus on simplification and greater salary transparency. The flexibility of remote work, the increasing number of job applications in Poland, and the growing role of Artificial Intelligence are key trends shaping the tech job market in 2025 and beyond.

Although the future of this industry is full of challenges, it also presents exciting opportunities for both employers and employees.

Want to hire the best tech talent? Get in touch to see how we can help you find top talent!

Sources:

1. NoFluffJobs, Rynek pracy IT w Polsce w 2024
2. Bulldogjob, Raport z badania społeczności IT 2025
3. Solid.jobs, European Transparent IT Job Market Report 2024

The post Tech job market in Poland and Europe in 2025 appeared first on ITSELECTA.

Artificial Intelligence not only speeds up recruitment processes but also significantly reshapes the role of recruiters, transforming them from task executors into strategic talent advisors. In a world where skills and hiring quality play a crucial role, AI has become an indispensable tool for HR teams looking to streamline recruitment and make smarter hiring decisions.

According to LinkedIn’s Future of Recruiting 2025 report, 73% of talent acquisition professionals agree that AI will change the way recruitment works, while 37% of organizations are already actively integrating or testing AI-driven tools. At the same time, the skill set required for talent acquisition professionals is evolving – demand for relationship development skills has increased 54 times year-over-year. What are the benefits of this revolution?

AI in recruitment – greater efficiency and faster processes

Automating routine tasks such as resume analysis, initial candidate screening, and personalized communication can save recruiters up to 20% of their weekly work time. Why does this matter? Recruiters and hiring managers can dedicate this saved time to building relationships with candidates and refining recruitment strategies and job descriptions to attract the right talent.

AI also helps eliminate biases in hiring processes, ensuring a fairer candidate evaluation. Additionally, companies can leverage AI to analyze skills and predict candidate success, leading to better hiring decisions and improved talent matching within organizations. In fact, 70% of talent acquisition professionals integrating generative AI expect it to significantly improve hiring efficiency, while 47% anticipate enhanced job post effectiveness, making recruitment processes more targeted and impactful.

Hiring quality as an important recruitment success indicator

Amid rapid market changes, companies are focusing more on hiring quality. A staggering 89% of HR professionals believe that measuring hiring quality will become increasingly important, and 61% say AI will assist in this assessment. Advanced AI tools analyze retention rates, internal mobility, and employee performance, enabling precise candidate-to-job matching.

Companies are also investing in building a strong employer brand. According to LinkedIn data, organizations that effectively communicate their values have a higher chance of attracting top-quality specialists. Expanding talent pools has also become a priority, with 39% of AI adopters expecting AI-driven recruitment tools to help them reach a broader range of candidates.

Skills-based hiring is the new standard

More and more companies are shifting away from traditional degree requirements and focusing on assessing candidates’ actual skills. 93% of recruiters agree that accurate skill evaluation is critical for improving hiring quality. Additionally, LinkedIn reports that companies using skills-based candidate searches are 12% more effective in hiring high-quality talent.

This shift is evident in job market trends – in 2023, 26% of job postings on LinkedIn did not require a college degree, marking a 16% increase compared to 2020.

How can you use AI for recruitment?

Automated candidate screening – AI filters applications based on key competencies, allowing for faster and more precise candidate selection.

Better talent matching – AI analyzes data and predicts which candidates best fit the organization in terms of skills and work culture.

Personalized communication – AI can generate tailored messages for candidates, improving recruitment engagement and effectiveness.

Enhanced skill assessment – AI enables technical competency testing through simulations and practical assignments.

The future of recruitment is here

Despite the growing use of AI and its increasingly advanced capabilities, artificial intelligence will not replace recruiters. On the contrary it will allow them to focus on what truly matters: building relationships, providing strategic guidance, and managing talent effectively.

Recruiters already using AI save up to 20% of their time, gaining a significant competitive advantage in the hiring market.

Looking for top talent for your team?

Contact us today – let’s find the best candidates for your organization faster and more efficiently!

The post Artificial Intelligence in recruitment – Role of AI in transforming hiring processes in 2025 appeared first on ITSELECTA.

The advent of Artificial Intelligence (AI) has brought remarkable innovations and opportunities across various sectors. However, in the recruitment industry, particularly in tech hiring, it has also enabled sophisticated forms of identity fraud. This growing challenge is especially prevalent in markets like Poland, where remote work opportunities and business-to-business (B2B) arrangements are common among IT professionals, as we explain in this video. As the role of AI in talent acquisition evolves, so too must the strategies for identifying and preventing fraud in the screening process.

The evolution of identity fraud in tech recruitment

Recent trends show an alarming increase in fraudulent applications, particularly targeting remote positions in the Polish tech sector. These cases often involve candidates, predominantly from Asian countries, creating elaborate false identities using common Polish names. For instance, “Adam Nowak” – one of Poland’s most frequently occurring names – has become a red flag when combined with certain suspicious patterns, making it a critical issue for HR teams and recruiters involved in talent acquisition.

Common deception patterns of IT professionals using AI tools

The fraudulent applications typically follow a sophisticated pattern that recruiters must identify in the recruitment process:

• Creation of profiles with common Polish names
• Professionally crafted CVs with perfect language
• Exclusive preference for fully remote positions
• Requests for B2B contract arrangements

These fraud attempts are often powered by Artificial Intelligence, making it crucial for recruiters to understand how generative AI tools can be misused by candidates to create convincing but false profiles. With the rise of AI solutions, HR teams must be well-equipped to distinguish between real top talent and fraudsters.

Real-world case study in IT recruitment

At ITSelecta, recruitment specialists have encountered numerous such cases. We’ve documented several instances where candidates with typical Polish names presented educational credentials from Asian institutions like Singapore universities. While international education isn’t inherently suspicious, these cases revealed concerning patterns when combined with other red flags, highlighting the importance of robust verification methods in AI recruiting. The screening process for top talent requires deeper insights and new tools in an AI-driven world.

Key verification challenges in the AI-driven hiring process

In the AI recruiting landscape, fraudulent applications often include:

Educational claims

Candidates falsely reference prestigious Polish institutions, such as:

• Copernicus University in Krakow
• Warsaw University of Technology
• AGH University of Science and Technology
• Poznan University of Technology
• University of Warsaw
• Częstochowa University of Technology
• Wrocław University of Technology

Contact information discrepancies

• Absence of Polish mobile phone numbers
• Exclusive use of landline numbers
• Reluctance to provide local contact details

Effective detection methods

At ITSelecta, we’ve developed efficient and straightforward verification processes and recruitment strategy with a focus on minimizing fraud throughout the recruitment process:

• Mandatory bilingual interviews (Polish and English)
• Thorough verification of educational credentials
• Local presence verification

These methods help recruiters stay ahead of fraud attempts and ensure the authenticity of the hiring process.

The language test – a simple but effective solution for recruiters in the hiring process

One of the most reliable verification methods remains the language test. When informed that part of the interview will be conducted in Polish, fraudulent candidates typically withdraw or show clear signs of hesitation. This simple approach has proven more effective than many complex verification tools, and it continues to be a valuable asset for recruiters seeking to streamline the screening process.

Impact of AI in recruitment on Polish tech hiring

While these verification methods are effective now, they may not remain so as technology evolves rapidly. New verification tools and strategies will need to be developed to counter increasingly sophisticated fraud attempts. As generative AI tools advance, HR teams and recruiters must stay ahead of these developments to ensure they can accurately identify best talent.

For companies seeking to protect their recruitment process from identity fraud while maintaining efficient hiring practices, working with experienced recruitment partners like ITSelecta who understand these challenges is crucial. Professional recruitment agencies with local market knowledge can provide the necessary expertise and verification processes to ensure authentic hiring outcomes.

Get in touch with our skilled team to save money and resources while recruiting in a marketplace with new challenges.

The post The “dark side” of AI in tech recruitment: identity fraud and how to combat it appeared first on ITSELECTA.

Recruitment is the foundation of any organization, having a significant impact on its future growth. Managing recruitment costs can be a major challenge for companies, especially as organizations look for ways to reduce recruitment costs while maintaining high-quality hires. Implementing the right recruitment strategy not only allows for cost savings but also significantly improves the efficiency of the hiring process. So, how do you choose the best model to optimize your recruitment budget in 2025?

Recruitment Process Outsourcing (RPO) as a solution for companies needing flexibility

RPO is a model where a company outsources part or all of the hiring process to an external provider. This is an excellent solution when the organization lacks sufficient resources or expertise to conduct the entire recruitment process independently. By collaborating with an RPO provider, companies can gain access to specialized knowledge, improve the quality of candidates, and reduce recruitment costs.

RPO models help organizations to hire faster and more efficiently by focusing on job boards and advanced recruitment tools. They also provide flexibility and scalability to handle fluctuating recruitment needs, ultimately ensuring a more cost-effective process.

What are the advantages of RPO?

• Faster hiring process.
• Better cultural fit of candidates.
• Reduction in recruitment costs by eliminating excess hiring expenses.
• The ability to focus on other strategic areas of the business.

With RPO, organizations can recruit large numbers of employees quickly while maintaining high-quality hires and reducing the average cost per hire.

Success Fee – payment model based on results

The Success Fee model is one where a company pays the recruiter or agency only if the candidate is successfully hired. This model works particularly well for hiring more specialized roles or for filling positions that arise unexpectedly. In such cases, it helps organizations manage costs more effectively by reducing recruitment costs until the desired outcome is achieved.

One of the major advantages of this model is its alignment with the recruitment budget, as companies only pay for results, minimizing the financial risk involved in hiring. This makes the Success Fee model an ideal solution for companies aiming to fill key positions without overspending on unsuccessful recruitment campaigns.

Advantages of Success Fee:

• High motivation of the provider to find the best candidate.
• Reduced financial risk – you only pay for results
• Flexibility and speed in responding to hiring process needs.

With this model, companies only incur recruitment costs once a new hire is secured, making it ideal for roles that are hard to fill or emerge unexpectedly in the hiring process.

Cost per Hire (CPH) analysis – a critical tool for reducing recruitment costs

Both RPO and Success Fee models can be part of a broader strategy to optimize recruitment expenses. One key element of this strategy is Cost per Hire (CPH) analysis. CPH is an essential tool for companies that want to reduce recruitment costs by gaining a better understanding of how much it costs to hire a single employee.

The recruitment budget includes direct costs such as job board fees, recruitment agencies, and salaries of recruiters, as well as indirect costs such as the time managers spend in interviews and recruitment administration. Regularly tracking CPH can lead to significant savings and more efficient hiring processes.

Common mistakes in recruitment cost management and what to avoid

Sometimes organizations make mistakes when managing their recruitment costs, which can lead to unnecessary expenses and inefficiencies:

Common mistakes:

• Lack of recruitment budget analysis – failing to monitor and adjust based on real-time data.
• Overlooking indirect costs – such as the time spent by staff or the delays in the hiring process.
• Prolonging the hiring process – delays can increase costs significantly, as vacant positions remain unfilled for longer.

By focusing on Cost per Hire and constantly reviewing the recruitment budget, organizations can optimize their recruitment efforts and reduce costs effectively.

RPO vs. Success Fee – which model best suits your company’s needs?

The decision to choose the right recruitment model depends on the needs of your company. If your organization is growing rapidly and needs support to handle high volumes of hires, RPO may be the most efficient option. However, if you’re recruiting for niche, specialized roles or if your hiring needs are unpredictable, the Success Fee model might be a more cost-effective choice.

Both models provide unique benefits, but they also require careful consideration of your recruitment budget and hiring goals. The hiring process needs to be aligned with the model you choose to ensure the most effective and cost-efficient recruitment strategy.

Striking the balance between cost efficiency and quality in 2025

Optimizing recruitment costs is essential for building a robust HR strategy in 2025. The RPO and Success Fee models are designed to offer flexibility, allowing companies to adapt their hiring processes based on their specific needs. Cost per Hire analysis is a powerful tool for identifying inefficiencies and minimizing unnecessary spending, helping companies improve their recruitment budget management.

To optimize costs, businesses must regularly assess their recruitment strategy, taking into account factors like staff workload, average cost per hire, and the long-term impact on talent acquisition.

We encourage you to watch the video where our recruitment experts share their experiences and provide actionable insights on how to reduce recruitment costs in 2025. Click below to learn more!

Looking for recruitment support? Contact us today for a free consultation and find out how we can help you hire the best candidates tailored to your needs!

The post How to reduce recruitment costs? RPO and Success Fee – Recruitment models in practice appeared first on ITSELECTA.

In a world where Artificial Intelligence is no longer just a vision of the future but an everyday reality, acquiring the best AI specialists has become a key challenge for companies. In response to the growing demand for experts in this field, ITSelecta Talent Solutions proudly presents AI Selecta – the first recruitment agency in Poland fully dedicated to AI specialist recruitment.

AI Selecta – The answer to AI market challenges

Artificial intelligence is not just about technology – it is primarily about the people who develop it. Observing the increasing demand for highly qualified AI specialists, ITSelecta Talent Solutions has created AI Selecta, a recruitment agency fully focused on recruiting experts in this field.

Our mission is not only to match candidates with technical roles but also to build teams that combine innovation with emotional intelligence and leadership skills.

Behind AI Selecta are experienced leaders in the IT and recruitment industries: Alessandro Lombardi – an expert with many years of experience in recruitment, who focuses on the human aspect of building AI teams; Bartłomiej Lenartowski – a former JavaScript developer and recruiter, who understands both the needs of companies and IT specialists; and Bartłomiej Skura – an HR specialist with European experience, combining local realities with global recruitment trends. Thanks to the combination of HR knowledge and a deep understanding of the AI market, we offer a unique approach to recruitment.

AI in Poland – A market full of opportunities

Poland is becoming one of the most important AI hubs in Europe. The demand for AI/ML specialists continues to grow, as confirmed by various industry reports analyzing trends in job postings. In Q4 2024, the total number of AI-related job offers in Poland reached nearly 1,500, demonstrating the sector’s rapid expansion.

The AI sector continues to experience stable growth, with the number of published job offers in this category increasing by 21.7% year-over-year (2024 vs. 2023), as highlighted in the NoFluffJobs report “Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?”.

Demand for AI specialists is particularly high in major cities such as Warsaw, Krakow, Wroclaw, and Gdansk. Employers offer competitive salaries, especially for B2B contracts, with net earnings ranging from 20,000 to 28,000 PLN per month (~4,500–6,500 EUR). For employment contracts, salaries typically range from 16,000 to 23,000 PLN gross (~3,500–5,500 EUR).

The job market for AI/ML roles in Poland is diverse, with positions such as Machine Learning Engineers, Data Scientists, NLP Engineers, MLOps Engineers, and AI Research Engineers in high demand. Major global tech companies like Google, Microsoft, Amazon, IBM, and Intel, as well as prominent local firms like Allegro, CD Projekt, and deepsense.ai, are actively recruiting for these roles in Poland.

With continuous technological advancements and a growing demand for AI professionals, Poland’s AI job market is expected to keep expanding, offering even more opportunities for those looking to develop their careers in this industry.

Why invest in Polish AI specialists?

Poland is an attractive destination for companies looking for AI specialists for several reasons:

• Competitive costs – compared to Western Europe and the US, Polish AI experts offer world-class skills at lower employment costs.
• Local talent with a global reach – Polish AI engineers are highly valued worldwide for their technical skills and innovative approaches.
• Growth in innovation – an increasing number of Polish companies and startups are developing proprietary AI solutions, and the government supports the sector through grant programs and research initiatives.

For more information about the AI market in Poland, read here: AI Work in Europe in 2024

AI Selecta – Your support in building AI teams

At AI Selecta, we combine our knowledge of the AI market with recruitment expertise, offering:

• Access to the best AI specialists in Poland.
• Fast and efficient recruitment – we know the market realities and how to reach the best candidates.
• Strategic consulting – we help companies develop long-term strategies for acquiring and retaining AI talent.

Looking to hire the best AI specialists in Poland? Contact us!

🌐 www.aiselecta.com
📧 info@itselecta.com

Don’t let AI recruitment become an obstacle on your path to innovation – let us find the best experts for you!

Sources:

1. No Fluff Jobs, Report: Rynek pracy IT 2024/2025. Czy branża wyjdzie na prostą?
2. Inhire.io, Report, IT Market Snapshot Q4 2024

The post AI Selecta: Revolutionizing AI Recruitment in Poland appeared first on ITSELECTA.